Human Resource Management Analysis: 'No Name' Aircraft Challenges

This report provides a comprehensive analysis of the Human Resource Management (HRM) challenges faced by 'No Name' Aircraft. It delves into critical areas such as diversity management, highlighting issues of discrimination and the need for inclusive policies, especially within the company's China unit. The report also examines organizational culture, emphasizing communication breakdowns between international teams and the resistance to change among employees, which impacts product quality and stakeholder relationships. Furthermore, the analysis covers international performance management, revealing a lack of employee appraisals and motivation, and explores training and development issues, particularly the inadequate preparation of expatriate managers and the slow promotion of younger employees. The report concludes with recommendations for improving diversity inclusion, communication, and performance appraisal systems to foster a more effective and engaged workforce. The report suggests the implementation of motivational theories and performance-based promotion criteria to address the identified challenges.

Running head: HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
Name of the Student
Name of the University
Author Note

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Introduction
The following paper sheds light on the major issues that are faced by ‘No Name’ Aircraft
in their operations. The paper opens with a discussion on the problems incurred by the business
organization in relation to the diversity management and further discusses the problems incurred
by the business organization in terms of the culture that is followed and maintained within the
given workplaces of the organization all over the world. The paper thereafter proceeds to discuss
the performance management as maintained within the organization at the international markets
wherein the company has been functioning. The paper further sheds light on the issues that are
presented in the realm of the training and the development of the organizational workforce
employed globally. The paper finally nears a conclusion with the discussion on several
recommended measures that would help in the overall development of the performance of ‘No
Name’ Aircraft.
Diversity Management and Culture
Diversity Management
The management of the diversity within the organization is one of the major functions
that is carried out by the department of human resources within the multitude of organizations
that have been operating all over the world. The influence of the globalization within the
organization has led to the development of the issue that have been presented due to the increase
in the diversity within the workforce of the organization (Barak, 2016). The overall success of
the businesses in the present day can be stressed to be an outcome of the efforts and the skills
that have been put in by the people belonging to the diversified cultural backgrounds. The
present-day business organizations are observed to be aware and encouraging regarding the

2HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
presence of the employees who belong to diversified cultural backgrounds (Riccucci, 2018). The
inclusion of the diversified workforce further helps in the development of the issues that are
presented in the due course of action that is undertaken by the given organization. Ozturk and
Tatli (2016) state that the management of the diversity within the organization helps in the
identification of the areas of difference as well as helps in the formation of the organizational
policies and regulations that would help the concerned person to fit himself into the
organizational workforce and in turn deliver towards the organizational goals to the best of his
abilities.
In the given scenario, it is observed that the company in discussion, “No Name” aircraft
has been facing issues in terms of the diversity management within the organization. The unit of
the aircraft company that is based in China is observed to maintain a greater amount of strictness
in the development of the issues that are presented due to the changes that are prevalent within
the given workplace. The workplace scenario within the company reveals the fact that the
workforce of the organization has been depicting major issues regarding the behavior that is
meted out by the senior staff to the people who have been newly recruited within the company.
The major issue that is being highlighted within the organization is the inappropriate behavior
that is being demonstrated to the new recruits within the company. The China unit of the
company is known to have been demonstrating a huge discrimination against the people who
have been rendered specially-abled. The CEO of the company is observed to be apprehensive of
the fact that the discrimination that is meted out to the workforce members might lead on to the
legal issues that would be filed against the company.
The major issue that is pointed out in the above discussion is the fact that the department
of the human resources active within the business organization lacks the implementation of the

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proper planning and implementation of the organizational policies that tend to assist in the
promotion of the diversity within the business organization. The human resources team that is
present in the China unit of the company is advised to deal with the issues that have been
presented within the given workforce of the company. The major approach towards the
organizational diversity as is to be maintained within the organization refers to the consultant
approach towards diversity management (Davis, Frolova & Callahan, 2016). This would help in
the promotion of the diversity within the given workforce.
Culture
The maintenance of the organizational culture is of paramount importance in the
maintenance of the overall development of the concerned organization. The maintenance of the
organizational culture is one of the major issues that affect the employee engagement within the
organization (Tjosvold, 2017). The maintenance of the proper organizational culture within the
business organizations might further lead to the proper development of the company in terms of
the productivity and the performance of the organization at large. Kim, Lee and Kim (2015)
opine that the organizational culture might include the issues regarding the communication that
is prevalent within the given organization.
The company in discussion, “No Name” Aircraft, Australia is observed to have been
lacking in the communications that are presented among the international teams that are working
for the company at the various international markets wherein the company has been featuring.
The staff of the organization is observed to be resistant towards each and every change that is to
be implemented within the organization. The majority of the issues that are faced by the
company relate to the issues that have been stemming from the improper communication within
the international units of the company. The company is facing a high threat from the stakeholders

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due to the poor quality of the products that are being delivered to the clients of the company.
This, in turn, has led to the conditions wherein the company is at a verge of losing the important
stakeholders. However, the employees of “No Name” Aircraft are observed to remain unfazed by
the situation and are observed to continue with their resistance to any change in the
organizational operations.
The above discussion clarifies the fact that the organization has been incurring a huge
number of problems due to the lack of the proper communication within the business
organization. The concerned company is known to have been facing a dearth in the proper flow
of the communication (Manuti et al., 2015). The employees of the organization have been
highlighting the fact that they have not been receiving the proper instructions for the completion
of the work that is been given to them. Grant (2017) state that the lack of the proper
communicational flow might be stated as one of the major reasons for the delivery of the poor
quality of the products as the feedback from the client is not reaching the concerned employee
due to lack of proper communication.
International Performance Management, Training and Development
International Performance Management
The management of the international performance refers to the processes and the methods
that enable a business organization to evaluate and analyze the organizational performances in
the international markets in light of the global goals that are maintained by the given
organization. The management of the international performance of the members of the workforce
of the organization further can be evaluated through appraisal of the performances of the
employees on an international level (Rees & Smith, 2017). This might include both the financial

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and the non-financial benefits that are extended towards the employees of the organization. Noe
et al. (2017) state that these benefits in turn lead on to motivate the employees of the
organization in order to deliver the best of their performances towards the overall development
of the organization.
In case of the company that is being discussed in this paper, “No Name” Aircraft, the
company is observed to face severe issues in relation to the development of the management of
international performance of the company. The major issues that are incurred by the company
refer to the prominent lack of the appraisals of the employees on the basis of the performance
that the employees delivered to the company. The employees who had been serving the
organization within the Australian territories were reported to have been appraised. However, the
employees serving the subsidiaries of the organization in the international markets reported to
have been lacking appraisals.
The above discussion states that the organization has been facing a plethora of issues due
to the lack of the proper reviews of the performance within the business organization. This
reveals that the members of the organizational workforce lack the proper motivation in
performing to the required levels (Cascio, 2015). The company in discussion might be advised to
implement the motivational theories in order to deal with the issues that are presented due to the
lack of the performance appraisal in the given organization (Vlachos & Siachou, 2018). The
company should implement the issues that are related to the theories of motivation as proposed
by Abraham Maslow within the company in order to take care of the issues regarding the
management of the employee performance within the subsidiaries that have been operating
within the international markets.
Training and Development

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The department of the human resources within a business organization is observed to be
entrusted with the duty of the training the existing as well as the newly recruited employees
within the organization (Cohen, 2017). The implementation of the training within the given
organization is helpful for the enhancement of the knowledge base of the employees of the
organization. Dimoff, Kelloway and Burnstein (2016) opine that the improvement of knowledge
base of the employees helps in the proper development of the service that they offer towards the
achievement of the overall success of the organization in the given market.
The company in discussion, ‘No Name’ Aircraft, is known to have been facing issues in
the training of the expatriate managers who have been appointed by the organization to serve the
subsidiaries in the Chinese territories as well as the other international locations. The expatriates
employed at the subsidiary locations at the several international markets tend to complain on the
lack of the training regarding the culture of the land thereby leading to the development of the
issues in the cross-cultural communication that they have to undertake during their operations at
the several global locations of the subsidiaries. The other issue that has been highlighted in the
given case study reveals the fact that the younger employees of the organization face a dearth of
promotions within the company. The case study further highlights the fact that the major reason
behind the slow promotion of the younger employees is the fear of being declared ineligible for
promotions by the concerned management within the company. This has further led to the
stagnancy of the overall organizational development.
The above-mentioned scenario reveals that the concerned organization has been going
through a plethora of issues in the matters of training and development of the current employees
as well. The concerned management involved in the dealings of the human resources should
implement the theories for the enhancement of the knowledge base of the employees (Hanaysha,

7HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
2016). According to Asfaw, Argaw and Bayissa (2015), the management of the organization
should further implement the theories that are required for ensuring the promotions of all the
employees of the organization on the basis of the performance that they deliver towards the
betterment of the organization and not just on the basis of the duration of their attachment to the
organization.
Recommendations
The company in discussion might be advised to put forth certain measures that are
necessary for the development of the organization in the given international markets.
 Diversity inclusion training
The employees of the organization might be asked to undertake a training on the grounds
of promoting the diversity management within the company. The inclusion of the
diversified workforce further helps in the development of the issues that are presented in
the due course of action that is undertaken by the given organization. The present-day
business organizations are observed to be aware and encouraging regarding the presence
of the employees who belong to diversified cultural backgrounds.
 Cultural identification and implementation
The employees of the organization must be trained on the importance of the maintenance
of the cultural norms active within the given country. The maintenance of the proper
organizational culture within the business organizations might lead to the proper
development of the company in terms of the productivity and the performance of the
organization at large. The lack of the proper communicational flow might be stated as
one of the major reasons for the delivery of the poor quality of the products as the
feedback from the client is not reaching the concerned employee due to lack of proper

8HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
communication. The company might further be advised to implement proper
communicational devices within the operations of the company which in turn would lead
to the development of the organizational culture within ‘No Name’ Aircraft.
 Introduction of motivating skills
The company might be advised to implement the various motivational factors in order to
motivated the employees to serve the organization in a better manner. The company
might be advised to implement the proper financial and non-financial rewards that would
lead to the improvement of the employee engagement within the company. a 360-degree
performance appraisal might also be implemented in order to deal with the issues
regarding the appraisal of the employees serving the organization as well as retain the
existing employees of the organization.
 Implementing proper training to the employees
The employees of the organization need to be trained in a proper manner in order to deal
with the various problems that are faced by the company in both the internal and the
external operations of the company. The implementation of the training within the given
organization is helpful for the enhancement of the knowledge base of the employees of
the organization.
Conclusion
Thus, from the above discussion, it might safely be concluded that the business
organization in discussion needs to focus on the huge issues that it has been facing due to the
lack of the proper communication with the staff. The influence of the globalization within the
organization has led to the development of the issue that have been presented due to the increase
in the diversity within the workforce of the organization. The maintenance of the organizational

9HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
culture is one of the major issues that affect the employee engagement within the organization.
The overall success of the businesses in the present day can be stressed to be an outcome of the
efforts and the skills that have been put in by the people belonging to the diversified cultural
backgrounds. The maintenance of the proper organizational culture within the business
organizations might further lead to the proper development of the company in terms of the
productivity and the performance of the organization at large. The present-day business
organizations are observed to be aware and encouraging regarding the presence of the employees
who belong to diversified cultural backgrounds. The management of the international
performance of the employees of the organization in turn lead on to motivate the employees of
the organization in order to deliver the best of their performances towards the overall
development of the business organization. The implementation of the activities of training within
the given organization is helpful for the enhancement of the knowledge base which is developed
by the employees of the organization. The improvement of knowledge base of the employees
helps in the proper development of the service that they offer towards the achievement of the
overall success of the organization in the given market. The given organization might benefit
from the implementation of the recommended measures in the development of the given
organization.

10HUMAN RESOURCE MANAGEMENT IN ‘NO NAME’ AIRCRAFT
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